Generational Differences In Fashion Industry Essay

Generational Differences In Fashion Industry - Essay Example The paper tells that fashion shopping priorities and habits affect both generations in the level of knowledge, interest, and reactions. Generation Y has higher priorities to fashions that make them look modern and more comfortable shifting their priorities to high-quality fashion and market changing the trend that affects affect fashion compared to the generation X. In this regard, Generation Y can get frustrated if their favorite retailer doesn't "get them" fails to meet their needs by producing a quality product and comfort fashion values. However, both generations careless in regard to environmental stores than rather the actual fashion merchandise. In addition, both generations prefer to shop their fashion at overcrowded stores. Furthermore, the types of shopping/retail environments that each of a generation might be the same if their respective behavioral consumption in conjunction and subjective outcome factors such as loyalty and satisfaction meet their demand and interests. On a broad front, despite Generational differences in the fashion Industry, Generation X do not mind fitting to normal are motivated to fit in identity compared to generation Y. However, each generation will develop or grow to meet their respective fashion and needs. Advertisement appeal for both generations would not change with the change in needs and growth as both generations would grow to share same things and needs. Generation X would prefer non-conformist and humorous advertisement. Generation Y is a career and goal driven generation.

Organisational behaviour and performance Essay Example | Topics and Well Written Essays - 1500 words

Organisational behaviour and performance - Essay Example As a leader, he /she should be able to influence the conduct and behavior of the team members to the interest of the organization. According to Impact Achievement group (2011), the main resource that any manager should have to manage the performance of other junior workers or employees is their influence and time. Influence is the ability to motivate the employees in the company by use of power. The potential of the person to influence is the social power. Moreover, social power is the resources or the ability that enables a manager to create commitment and compliance from others (Gareth, 2012). The paper reviews how managers can use power and politics to help them in achieving the objective of the organization. According to Steven (2012), power is a means of facilitating the managers to achieve goals and is the capacity of the manager to influence decisions and actions of the work. Managers use power as a way of influencing the subordinates to attain the objectives of the company. In other words, it is a means of getting things done through other people. In the article of the National Defense University (2013), the two main sources of power mostly used by the managers are the position power and personal power. In many formal settings, there are laid down structures on how power flows as per the positions held. The manager or the holder of the position receives or access power based on his or her position in the hierarchy of the organization. Such power is called legitimate power (Impact Achievement group, 2011). Unlike the other forms of power, which the manager can use to achieve the objective of the company in increasing the market share of the company, legitimate power has authority and is universally accepted by everyone in the company (Meyer, 2005). The manager as the team leader is given the power to influence performance. In achievement of the company objectives, to increase the market share of the company,